Employee recruitment process
Employees are recruited according to a clearly structured and professional procedure that meets Swiss standards:
Application & preselection
Review of the application documents
Initial examination of qualifications and suitability
Job interview
- Virtual interview to evaluate professional and personal skills
Negotiation of contract terms & salary
Clarification of working hours, remuneration and other general conditions
Contractual agreement between both parties
Contract signing & onboarding
Formalization of employment by signing the employment contract
Introduction to company processes and working environment
Progress Bars
Administrative processing
How it works
Contact us
The first step is to contact WorkGen Nextforce to discuss the recruitment request and clarify the requirements for the desired position.
Job interview
Once contact has been established, interviews are conducted in which candidates are assessed in person or virtually in order to select the best candidates.
Selection of a suitable employment contract
Based on the discussions, a suitable employment contract is selected that meets the legal and business requirements.
Contract signing & onboarding
Once the ideal employment contract has been found, the contract is signed and the onboarding process is initiated to ensure successful integration into the company.
Employment options for companies
Permanent position (permanent employment like a Swiss employee)
This option corresponds to a classic permanent position in Switzerland. You benefit from long-term collaboration with a permanent team member who is integrated into your company.
Features:
Employment contract: Permanent
Probationary period: Usually 1 to 3 months, according to Swiss labor law
Notice period:
During the probationary period: 7 days
After the probationary period: 1 month (up to 3 months depending on the contract)
Social insurances & contributions: AHV, ALV, NBUV, BVG and KTG are integrated into the salary and are paid by NextGen Workforce Lda in Portugal
Advantages: Continuity, building up know-how within the company, full integration into the team
External specialist activity (project-based cooperation)
Ideal for companies that need specialized professionals for a temporary project without making a long-term commitment.
Features:
- Employment contract: Fixed-term service contract for a specific project or a defined term
- Trial period: Not required, as this is a project-based collaboration
- Notice period: Is contractually agreed, usually 1 to 2 months for longer projects
- Social security & contributions: No regular social security obligation for the company, as the contractor is insured independently via NextGen Workforce Lda
- Advantages: High flexibility, access to specialist knowledge, no long-term commitment
Temporary employment (deployment in the event of staff shortages)
Perfect for short-term bottlenecks, for example in the event of illness, maternity leave or sudden staff requirements.
Features:
Employment contract: Temporary employment (e.g. 3 to 12 months)
Probationary period: Usually 1 month, depending on the length of employment
Notice period:
During the probationary period: 7 days
After the probationary period: 2 weeks to 1 month, depending on the duration of the contract
Social security & taxes: Will be handled by NextGen Workforce Lda as with a permanent position
Advantages: Ready for immediate use, quick integration, no long-term commitment